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Hilton is a leading global hospitality company, with a portfolio of 14 world-class brands comprising more than 5,200 properties with more than 856,000 rooms, in 105 countries and territories. Hilton is dedicated to fulfilling its mission to be the world’s most hospitable company by delivering exceptional experiences – every hotel, every guest, every time. The company's portfolio includes Hilton Hotels & Resorts, Waldorf Astoria Hotels & Resorts, Conrad Hotels & Resorts, Canopy by Hilton, Curio Collection by Hilton, DoubleTree by Hilton, Tapestry Collection by Hilton, Embassy Suites by Hilton, Hilton Garden Inn, Hampton by Hilton, Tru by Hilton, Homewood Suites by Hilton, Home2 Suites by Hilton and Hilton Grand Vacations. The company also manages an award-winning customer loyalty program, Hilton Honors. Hilton Honors members who book directly through preferred Hilton channels have access to instant benefits, including a flexible payment slider that allows members to choose exactly how many Points to combine with money, an exclusive member discount that can’t be found anywhere else, and free standard Wi-Fi. Visit newsroom.hilton.com for more information, and connect with Hilton on Facebook, Twitter, LinkedIn, Instagram and YouTube.

Highlights from Hilton

Meet a Fairygodboss at Hilton

Name

Nicole Anderson

Position

Manager of Non Voice Operations

Addison, TX

When Nicole Anderson first came to Hilton six years ago, she was looking to dream a new dream. Nicole and her husband owned their own real estate business, and with one child graduating high school and another starting kindergarten, she was looking for a career change.

Initially hired as a Work from Home Customer Care Coordinator, Nicole has served Hilton’s customers from the very beginning. “We should be thinking about everything we do as customer-centric. If we forget that part, we will fail,” said Nicole.

She soon promoted to Manager of Guest Assistance leading the voice operations piece of the business. Most recently, Nicole transitioned to Manager of Non Voice Operations in Hilton’s Reservations and Customer Care organization. In this role, Nicole manages eight lines of business comprised of a collection of service and support teams with nearly 200 employees reporting to her.

When Nicole first transitioned from owning her own business to a full-time position, she worried if her family life would suffer. What she found, however, was that Hilton encouraged thriving at work and at home.

Nicole’s best advice for women looking to grow their career is to stay present in whatever role you’re given. When at work, she is present at work and when she’s at home, she is unplugged and present with her family. Nicole knows that as women, we’re too quick to criticize ourselves for not being perfectly “balanced” at work and at home.

“It’s hard to be a woman because I don’t want to be expected to turn opportunities for career growth because I also value family life. I’m extremely committed to both my role at work and the role I play at home with family. I’m committed to embracing all opportunities in all my roles.”

Nicole credits her success to two things: curiosity and availability. She has continuously remained curious about new opportunities and always available to pitch in whenever needed.

“I’ve always felt Hilton supports my development and rounding out my skill set. The more I volunteered to pitch in, the more I put my personal brand out there and people become aware of my capabilities,” said Nicole.

In Nicole’s day-to-day, her favorite part of her position is the people. She loves seeing her team members get excited about an idea or have an “ah-ha” moment. Nicole believes lining up others for a win is a win for her as well.

Meet a Fairygodboss at Hilton

Name

Gladys Adams-Rhodes

Position

Director, Digital Product Engineer

Addison, TX

When Gladys Adams-Rhodes graduated college, her goal was clear: join a Fortune 500 company with global brand power. After seventeen years with Hilton in multiple departments, she has shown how you can have a variety of career experiences within the same company when working for a large, global brand. “It’s easy to remain attached to a company that not only offers great benefits and competitive career opportunities, but also cares about investing in your personal development,” said Gladys.

Having studied Computer Information Systems at Louisiana Tech University and learning how to code early on, technology was an obvious choice for Gladys. Gladys began her career at Hilton in National Sales, working with Hilton’s sales technology. Driven by ambition and curiosity, she was quickly promoted to management roles across multiple business units including Web, Content, Revenue Management, Marketing, and Technology. Gladys’ technology skills served her well in these roles where she contributed to projects such as Hilton Honors’ first iOS mobile app, mobile websites, and the new Connected Rooms technology, which enables TV, lighting, and room temperature control from the Hilton Honors mobile app.

Today Gladys is the Director, Digital Product Engineer. In this role, Gladys continues to build consumer-facing website experiences for Hilton’s portfolio of 14 brands that millions of travelers access daily to plan a trip and book a hotel reservation online. Each day, she is empowered to ensure Hilton’s technology provides the best digital experiences for guests. If you ask Gladys what she is most proud of in her work, she says it’s when she’s traveling using her Hilton Work Perks and hears a guest complimenting a website or mobile product that she helped bring to life!

Gladys’s advice for women starting their careers at Hilton and beyond? “Fear is not part of the success equation – but planning and ambition are necessary to grow at any company.”

What Women Should Know about Working At Hilton

Hilton is a company of endless opportunities. Women looking to grow their careers while also seeking a work/life balance will feel at home at Hilton. Hear why other women have loved working here:

“Women at Hilton inspire me to give my best every single day! I know I can fulfill my dreams with great support.” –Beate L.

“Women at Hilton support Women at Hilton. I’m so thankful to work for a company who takes care of their fellow team members.” –Sarah V.

“I am able to soar in my career thanks to the exceptional coaching I have received from Kellie R. over the past 10 years. Planning + ambition = success!” -Gladys AR.

“I am surrounded by creative, driven, talented and supportive women that choose to celebrate and life each other up on a daily basis.” –Sandra C.

“I feel lucky to have a leader who genuinely wants to see my achieve my goals, both at work and at home.” -Meghan M.

“Every day I get the benefit of working with some of the most amazing and passionate team members all over the globe who inspire me.” -Desiree J.

Every day, our Team Members make Hilton the most hospitable company in the world, and in return, we provide them with the world’s most hospitable workplace. With this in mind, we launched Thrive@Hilton in 2017 — the evolution of our Team Member Value Proposition, focused on enabling all Team Members to grow and flourish in Body, Mind, and Spirit. When Team Members thrive, so do we. Thrive@Hilton-inspired actions include the following:

Clearer pathways for two-way communication between our Team Members and leaders.

Mindfulness learning for all Team Members, to help them manage stress, sustain performance, and be their authentic selves.

Mindful Leadership skill-building embedded in our E3 leadership development programs, to help leaders champion a flexible, supportive environment for Team Members and lead mindfully.

Renovations at corporate locations and our Heart of House remodel of Team Member common areas at hotels, to provide Team Members with a great environment that inspires and instills pride.

Best practices for working smarter, such as tips for running more effective meetings and overcoming email overload.

Increased flexibility in how, where, and when Team Members can work, to help them balance their work roles and personal lives.

Enhanced financial resources for all Team Members, to help them build and sustain financial well-being.

The annual “Give a Dream, Live a Dream” four-week paid sabbatical plus $5,000 stipend for 10 Team Members to pursue a philanthropic project or achieve a personal goal.

Industry-leading maternity leave and adoption assistance, to help Team Members bond with their new families.

Gender diversity statistics

Women in workforce

53%

Women holding senior management

45%

Women directors on board

40%

Programs, initiatives, groups

Additional information

The Women’s Team Member Resource Group (WTMRG) has worked to encourage the professional development and growth of women at our company around the globe since 2012.

Women’s Online Development Curriculum: Provides development opportunities through online articles and videos featuring insights and advice from executives across a variety of industries.

The Executive Committee Networking Program: Provides women and other diverse leaders at the senior director level and above the opportunity to network directly with and gain exposure from our Executive Committee members.

Team Member Resource Groups: In addition to the above, we have seven other TMRGs organized around key diverse demographics including one for women. These groups work to foster an inclusive and innovative business climate, promote talent growth through networking and development, provide marketplace insights, and support company outreach efforts within our communities.

Introduction to Inclusion Course: A customized eLearning course available globally that helps all Team Members understand diversity and the journey to inclusion. Through this course, Team Members examine core values and beliefs and guidelines such as using flexible communication styles, improving active listening and using inclusive language to promote inclusion.

Unconscious bias training

Yes, A customized global eLearning module covering topics such as recognizing and mitigating bias, defining micro-behaviors and how to address bias to benefit the workplace.

Sabbatical leave benefits

Yes, The annual ”Give a Dream, Live a Dream” four-week paid sabbatical plus $5,000 stipend for 10 Team Members to pursue a philanthropic project or achieve a personal goal.

Flexible working

Flexible working policies

Providing Team Members with flexibility in location or hours is a key priority for Hilton. We strive to be the model for employers around the world in workplace flexibility.

Our managers work with Team Members to find the options they need to balance their work responsibilities and personal needs. These flexibility options include the following.

Advance Scheduling — Team Members at hotels see a “first look” schedule 10 days in advance

Work-From-Home/Telecommuting — Team Members work from home or in a satellite office full-time.

Flexible Scheduling — Team Members work remotely for part of the day.

Compressed Workweek — Team Members work the usual number of hours in fewer days per pay period.

Flextime — Team Members set the start and end times of their workday.

Job Sharing — Two Team Members share a regular full-time position.

Part-Time — Team Members work less than 30 hours a week. More than 20 percent of our Team Members work part-time.

Our leadership is fully committed to making flexibility work for the Team Member, the manager, and Hilton. Reinforcing this commitment has been a focus at key senior leadership meetings over the past year. In 2017, we provided our U.S. leaders and managers with guidelines to help them work with their Team Members to find the best arrangement.

Hilton was ranked as the 11th most remote-friendly company on FlexJobs’ annual list of the 100 Top Companies with Remote Jobs in 2017. This list is based on an analysis of more than 47,000 companies and their postings for partial or full commuting.

Remote working

Yes

Part-time working

Yes

Parental Leave

Overview: Parental leave policies

In 2016, we significantly enhanced our parental leave for all Team Members in the U.S. at our managed properties and corporate offices. Available after only one year of service, the benefit includes a fully paid two-week parental leave for all new parents — mothers, fathers, and adoptive parents. For new mothers who give birth, this will be in addition to the eight-week maternity leave, for a total of 10 weeks of fully paid leave. By providing full pay replacement, we help reduce the financial barriers and enable our new parents to more fully participate in the lives of their new families, form bonds with their new children, and reduce stress. The additional paid time also gives our new moms two more weeks to physically recuperate before rejoining the workforce. We are proud to offer more maternity leave than most employers in the U.S., and to exceed all those in the hospitality industry.

Yes, Available after only one year of service, the benefit includes a fully paid two-week parental leave for all new parents — mothers, fathers, and adoptive parents. For new mothers who give birth, this will be in addition to the eight-week maternity leave, for a total of 10 weeks of fully paid leave.

Unpaid maternity leave

Yes, We are compliant with FMLA, which is a federally mandated policy covering maternity leave which offers 12 weeks job protection to the employee.

Paid paternity leave

Yes, Available after only one year of service, the benefit includes a fully paid two-week parental leave for all new parents — mothers, fathers, and adoptive parents.

Unpaid paternity leave

Yes, We are compliant with FMLA, which is a federally mandated policy covering paternity leave which offers 12 weeks job protection to the employee.

Adoptive paid leave

Yes, Available after only one year of service, the benefit includes a fully paid two-week parental leave for all new parents — mothers, fathers, and adoptive parents.

Short-term disability benefits

Yes

Additional short-term disability info

Short Term Disability Basic, paid by employer (at $125/week) covers hotel Team Members only for 6-8 weeks for maternity cases at 100% pay and the Team Member can buy up coverage for 60% pay at their own cost. Corporate SALCO, paid by employer, covers Corporate TMs at 100% of pay for 6-8 weeks for maternity cases. This helps Team Members who are new to the company for maternity payout as they have not met the one year wait for Hilton maternity/parental leave. The STD or SALCO benefit in non maternity cases could be paid up to 26 weeks.

Care-taking benefits

Care-taking benefits information

Many of our Team Members are caring for family members. Hilton offers a Dependent Day Care Flexible Spending Account to help Team Members pay for childcare, or care for other dependents such as spouses or grandparents who cannot care for themselves, with pretax dollars. Hilton’s myLIFE Resources also provides access to resources and tips to help Team Members care for their families, such as information on adoption, childcare, and elder care.

PTO that explicitly covers care-taking

Yes, Our PTO policy covers care-taking and we are compliant with state mandates that support provision of paid sick